This paper examines the current performance appraisal system implemented by the U.S. Marine Corps and address the problems with it. Different forms of performance appraisals that are used by organizations are discussed and the issues of organizational justice and rater personality type considered. After examining the current system used by the Marine Corps, this paper proposes a better system to replace it that addresses the problems identified.

As a leader, I believe performance appraisals are one of the most important parts of manager-employee relations. Managers must be very straight with their employees and work to create a relationship of trust and respect. Taking into consideration the type of performance appraisal and how that coincides with organizational justice is an important factor that managers must understand. Leadership in all organizations must work to ensure that the appraisal system in use provides the employees with an accurate and fair depiction of their work and where they stand amongst their peers.